Personnel

General Information

Welcome to the Superior Court of California, County of Shasta Human Resources Home Page. Our desire is to provide each contact with the most useful information about our office and how to apply for employment with the Superior Court of California, County of Shasta Courts. You will find links to current employment opportunities, sites to download our application form, and information about the court's application and selection procedures. We want everyone interested in working for the Court to be well informed and to have easy access to useful information.

Background on Trial Court Employees

On January 10, 2000, the statewide Task Force on Trial Court Employees submitted its final report to the Governor and the Legislature on a recommended personnel system for California's trial court employees.

The report's recommendations won unanimous approval from task force members, who included representatives of the judicial branch, labor unions, county government, sheriffs departments, and state executive branch departments. Chaired by Administrative Presiding Justice James A. Ardaiz, Court of Appeal, Fifth Appellate District (Fresno), the task force was established by the Trial Court Funding Act of 1997.

Justice Ardaiz stated, "They have produced a new personnel system for the court employees of California that considers the interests and concerns of everyone."

After 18 months of intensive effort, the task force issued recommendations that balanced the need for a standardized personnel system that can be applied to all California trial courts with allowances for local flexibility. The report's final recommendations included the following:

Local Governance: Trial courts need local governance over personnel and budget matters.

Employment Status: Each trial court employee will be considered a "court employee." Employees' salaries and benefits would be protected during the transition created by this standardization. While the new status would create separate court and county personnel systems, employees would be able to remain in county retirement plans and courts would be afforded the potential to offer other county benefits to employees.

Employee Selection and Advancement: Each trial court should develop local personnel rules to establish a merit-based system for hiring, transfer, and promotion on the basis of relative ability, knowledge, and skill.

Meet and Confer: Statues need to be developed based on Judicial Council rules governing labor relations and these statutes need to incorporate certain additional agency shop provisions if similar provisions modifying the Meyers Mails Brown Act (the labor relations statute governing counties) are adopted by the Legislature.

Employment Protection: Trial courts need minimum standards that include a system of progressive discipline and termination "for cause" rather than "at will" employment.

The task force recommendations took effect upon action by the Legislature. On January 1, 2001, Shasta County Superior Court became a separate employer and its employees became "court employees" who were no longer considered county employees. Court employees are subject to the Trial Court Employment Protection and Governance Act.

About The Human Resource Division

The Shasta County Superior Court Human Resources (Personnel) unit is under the direction of a Court Services Manager who also functions as the Personnel Director. The Human Resources function is responsible for, among other things, recruitment, labor relations activities, maintaining the classification plan, ensuring compliance with personnel rules and policies, and policy implementation for the court's workforce of approximately 180 full-time regular employees and 15 extra help (part time) employees. Human Resources is guided by its mission statement: "To hire and maintain the most qualified personnel and to provide a professional level of service to all Human Resources' customers." Human Resources will operate under a system designed to assure that all phases of the competitive selection process are based on nondiscriminatory factors. This system will comply with the Shasta County Superior Court's "Personnel Rules and Policies" and ensure that applicants are fairly evaluated based on the materials they submit, the results of written exams (if such are utilized), and the answers they provide during interviews for the recruited position.

Important Information

We are pleased that you are interested in a career with the Shasta County Superior Court. Our Court has an important role in the administration of justice within Shasta County.

The Superior Court staff is known for its high standards of achievement and participation in innovative, challenging, and rewarding assignments. The wide range of functions and programs under the Court's jurisdiction allows employees to gain experience in many areas of the legal system. Your desire to contribute to the type of quality programs and services we strive to maintain is welcomed.

We employ more than 180 employees, most of whom work in the Redding Branch, but we also have employees working in the Burney Branch. We currently have 40 different job classifications to accommodate the wide range of nonjudicial functions that are performed, including: accounting and budgeting, computer programming and system support, office and courtroom support, legal research, court reporting, family mediation/counseling, court security, jury services, and administrative management.

Most of our positions do not require legal training or experience. However, with the exception of entry-level office support positions, all will require specialized experience or education. Entry-level office positions require at least one year of office experience and the ability to keyboard at a rate of at least 40 words per minute. Higher-level office positions may be restricted to current employees.

We offer competitive salaries plus a comprehensive benefit package. Some of the excellent benefits available to eligible employees include paid vacation, holiday pay, and sick leave; medical, dental, vision, life, and disability insurance; PERS retirement and deferred compensation plans; credit union; and direct deposit. (Refer to "Overview of Benefits" section for more information.)

Recruitment Process

Recruitment Notice

A job flyer is prepared each time the Court recruits to fill a vacancy. The flyer contains basic information that should assist you in determining whether or not you feel qualified to apply. Additional information may be noted on the flyer regarding the type(s) of examination(s) that may be administered to determine the most qualified applicants. The flyer also briefly outlines the benefits of Court employment.

Frequently, the Court will also place employment ads in various newspapers announcing job openings.

A Shasta County Superior Court application form must be completed each time you apply. A resume will not be accepted in place of an application. Attach all information as required on the job flyer, such as copies of certificates, a resume, answers to supplemental questionnaires, etc. Applications are not accepted beyond the final filing deadline. Postmarks, emails, and faxes are not accepted.

Remember, the completed application is an example of your reading comprehension skills, your ability to follow directions, and your attention to detail. Review it carefully before submitting it for consideration. Always remember to sign your completed application. Job flyers and application forms may be obtained in person (Monday through Friday, 8:00 a.m. - 12:00 p.m. and 1:00 p.m. - 5:00 p.m.) at the Court Human Resources office, which is located at 1500 Court Street, Room 106, Redding, CA; at any time from this Web site; or mailed to you upon your request.

Employment Process

As an applicant, you will be participating in a step-by-step process by which we obtain the most qualified candidates for employment. The process may include various examinations that evaluate and objectively test each applicant's qualifications for the position. Possession of the stated minimum qualifications does not guarantee advancement in the selection process.

Shasta County Superior Court will accept applications only when conducting an active recruitment to fill a vacant position. We are unable to return unsolicited applications, resumes, and other employment-related materials. Currently, the only exception is for two positions (Court Services Assistant I and Deputy Marshal) that have a continuous recruitment.

Application Appraisal

All applicants are first screened to determine if they meet the "minimum qualifications" for the position. The appraisal committee looks to see if you have any degree, special training, or certificate required for the position. The committee also checks to see if you meet the experience qualifications. Application materials must be completed in sufficient detail and clarity to permit a comprehensive review and evaluation. For this reason, it is important that the dates of employment, length of employment, whether it was full-time or part-time employment, and number of hours worked per week be filled out completely for each job listed. All selection requirements must be met at the time of filing your application packet.

If you do not meet the minimum requirements, you will receive notification by mail within three weeks after the final filing date.

Supplemental Information

Supplemental information may consist of direct questions and/or essay questions that are either attached to the job flyer or mailed out to candidates to be returned as stated in the job flyer or other correspondence. They are used as an elaboration of your education and experience and provide information to the interview panel.

Typing Certificate

Applicants for certain clerical positions (e.g., Court Services Assistant, Judicial Secretary) are required to submit a valid typing certificate in order to demonstrate they meet the minimum typing requirements for the position. The job flyer will state if the position requires a typing certificate and the minimum typing speed required. Applicants who fail to provide a valid typing certificate will be disqualified from the selection process. The Human Resources Division will not be administering typing tests to applicants.

Shasta County Superior Court accepts typing certificates from educational institutions, employment agencies, social service agencies, and personnel departments. (Typing tests taken on the Internet will not be accepted.) The certification may be in the form of a certificate, letter, or test results form and must clearly state the following:

1.

Your name.

2.

Name and telephone number of the issuing organization/agency and signature of the person administering the test.

3.

Date the typing skills test was administered.

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Duration of the typing skills test (minimum 5-minute typing test).

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Gross words typed per minute.

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Net typing speed (subtract 1 word per error from gross speed).

Applicants must submit the typing certificate along with the Shasta County Superior Court application form at the time of filing. The typing certificate may be a copy. It must have been obtained within 12 months prior to the application closing date-there are no exceptions.

Written Examination

A written examination test utilizing multiple choice, matching, true/false, computation, and/or essay (narrative) questions may be administered. Applicants will be notified by mail of the date, time, and place to report for any written examination.

Applicants will be notified by mail of their written examination score, usually two to three weeks after the date of the examination.

Practical Examination

Applicants may be required to perform a series of simulated job tasks, which are representative of the duties of the position such as proofreading, dictation, prioritizing work from an in-basket, etc. These are usually administered shortly before or after the oral examination.

Oral Examination

The most suitably qualified candidates will be invited to an oral interview examination (oral board). An oral board is usually conducted by a multiple member panel. Before going to the interview, remember to review the job flyer and pay particular attention to the "Qualifications" and "Overview of the Position" sections.

In your interview, be prepared to tell the panel about your education and experience, if any, and how they have prepared you for the position you are seeking. The panel will have reviewed your application before you come into the room. You will be rated only on what is discussed during the interview. It is incumbent upon you to convince the panel you are the best person for the job.

Each panel member will assign a score. The scores of all panel members will be averaged and you will be notified by mail of your final score and placement ranking on the eligibility list.

Eligibility List

After the oral board interview, an eligibility list is established of all the candidates who receive passing scores. Candidates are ranked highest to lowest. An eligibility list will remain in effect for six (6) months from the date the list is established or until there are fewer than five (5) names on the
list, whichever occurs first. The Court Executive Officer has the authority to extend an eligibility list, from time to time, for up to one (1) year from the date the list was established. The Court Executive Officer also has the authority to abolish an eligibility list within his or her discretion at any time prior to the expiration of the list and to request that a new eligibility list be established. Notwithstanding the above, the Court may elect to run a continuous recruitment for certain classifications. When a candidate is placed on the eligibility list for one of these classifications, his/her name will be removed after six (6) months even though the eligibility list may continue to be used.

Certification List

The candidates in the top five rankings (including ties) of the eligibility list are certified and referred to the hiring manager to determine which candidate is best suited to meet the specific needs of their division. The hiring manager may interview all or some of the candidates on the certified list or appoint a candidate from the certified list without conducting an interview.

Once a candidate has been hired for the vacant position, the other candidates will be notified in person, by telephone, or by mail.

It is important to keep Human Resources updated regarding changes in your address and telephone number so that you may be contacted when vacancies occur.

Reinstatement Policy

The Court Executive Officer/designee may appoint to a vacant position a former employee who separated from Court employment in good standing within three (3) years of separation, if the employee held permanent status in the classification to which the appointment is being made. The former employee will need to submit a current application and a writtem request for reinstatement.

Employment Offer

Any offer of employment is conditional on passing a preemployment physical and drug/alcohol test. The test costs are paid by the Court. Candidates should not give notice or quit their present employment until this process has been successfully completed.

Probationary Period

All new employees are required to successfully complete a probationary period of twelve (12) months.

Oath of Allegiance

All new employees are required to execute an oath of allegiance to the United States and the state of California.

Union Affiliation

Shasta County Superior Court is an Agency Shop. Most employees are required to either pay for membership in the union, pay a service fee to the union, or contribute to an approved charity. United Public Employees of California (UPEC), Local 792, is the union affiliation for the general bargaining unit of Shasta County Superior Court.

Deputy marshals and marshal sergeants are covered by the Deputy Sheriff's Association (DSA). Membership is not mandatory.

Court supervisors are covered by the United Public Employees of California (UPEC). Membership is not mandatory.

Equal Opportunity Employer

Shasta County Superior Court is committed to the principle of equal employment opportunity to all persons with respect to hiring practices, compensation, benefits, promotional opportunities, and other terms or conditions of employment regardless of race, color, national origin, ancestry, religion, sex, disability, medical condition, age, marital status, or political affiliation, as required by applicable federal and state laws.

If you need accommodations in the examination/interview process, please contact Human Resources by the filing deadline posted on the job flyer at (530)229-8164.

The following information is general in nature. Benefits may vary by employee unit and labor agreement, if applicable. Please refer to the individual job announcement for more specific information.

Salary: The salary range involves six (6) steps–A through F, with step advancement usually occurring annually. Step advancements are not automatic but depend upon performance.

Vacation: 10 days first 3 years; 15 days 4 - 9 years; 17 days 10 - 15 years; 20 days after 16 years.

Administrative Leave: 80 hours per year for management employees in lieu of overtime pay.

Sick Leave: 12 days per year.

Holidays: 13 days per year.

Medical Insurance Opt-Out: Employees who “opt-out” of the medical plan may be eligible to receive a $125.00/month stipend.

Retirement: P.E.R.S. (coordinated with Social Security except for DSA) formula is determined by hire date and past employer; employee is responsible for paying the employee’s share of the PERS contribution rate.

Insurance: A medical and dental plan with the Court paying for most of the employee and a portion of the dependent cost, a vision plan, a fully-paid life insurance policy, and a long-term disability plan(Management employees only).

How To Apply

Complete any Supplemental Questionnaire, if required. (The job flyer will indicate if this is a requirement.)

3.

Obtain a verifiable typing certificate, if required. (Typing certificates must have been obtained within one year of the closing date of the position. Tests taken on the Internet will not be accepted.)

4.

Submit the application and any other documents (e.g., cover letter, resume, supplemental questionnaire), no later than 5:00 p.m. on the final closing date indicated on the job flyer. Applications may be delivered in person or by mail to 1500 Court Street, Room 106, Redding, CA 96001. Make copies of any information you wish to keep. Copies of submitted materials will not be returned.

Note: Applications received after the filing deadline will not be accepted. The Court also does not accept e-mails or facsimiles.

Employment Opportunity

(Applications for current vacancies will be accepted until 4:30 p.m. of the final filing date.)

Court Interpreter - Continuous Filing: If interested in becoming an interpreter, please check the Judicial Council page on Becoming An Interpreter.

(Applications for current vacancies will be accepted until 4:30 p.m. of the final filing date.)

You must use Adobe Acrobat Reader 4 (not version 3) for the above PDF form(s) to work properly. You may upgrade or download this program for free from www.adobe.com.

Download Application Form

The following link allows you to download the Court's employment application form in PDF format. Applications may also be obtained at the Human Resources Office: 1500 Court Street, Room 106, Redding, California 96001.

IMPORTANT: We are not prepared at this time to accept applications via e-mail or by fax. They must be received in the Human Resources Office by mail or personal delivery no later than 5:00 p.m. (unless otherwise specified) on the closing date posted for the job for which you are applying.

You must use Adobe Acrobat Reader 4 (not version 3) for the above PDF form to work properly. You may upgrade or download this program for free from www.adobe.com.

Request For Proposals

You must use Adobe Acrobat Reader 4 (not version 3) for the above PDF form to work properly. You may upgrade or download this program for free from www.adobe.com.

Frequently Asked Questions

What does "continuous recruitment" mean?

Shasta County Superior Court currently has two positions where applications are always being accepted. These positions are Court Services Assistant I and Deputy Marshal. This means the Court will accept applications even when there is not an active recruitment taking place.

Is the Court a county department?

No, Shasta County Superior Court is a separate employer. (See page 1 of the Web page for more information.)

Are Court employees members of a union/bargaining unit?

Yes, most Court employees must become a member of United Public Employees of California (UPEC). Employees may also choose to pay a service fee to the union or contribute to an approved charitable organization, in lieu of membership. Exceptions are management and confidential employees. Supervisors are covered by UPEC and membership is not mandatory. Deputy marshals and marshal sergeants are covered by the Deputy Sheriff's Association (DSA) and membership is not mandatory.

Since I am not sure what job I want, can I just submit an application with the "Position Applied For" field blank along with my resume and have you determine what job I qualify for?

No. You must complete a separate application for each job you are applying for, and you must specify the position on each application. The Court only accepts applications for positions that are open.

What are your office hours and where are you located?

The Court Human Resources office is open Monday through Friday, except Court holidays, from 8:00 a.m. - 12:00 p.m. and 1:00 p.m. - 5:00 p.m.. The office is located at 1500 Court Street, Room 106, Redding, CA 96001, which is located on the first floor of the Courthouse.

Can I e-mail my application or send it by fax?

No. The Court does not accept applications by e-mail or fax. Applications must be received by Human Resources on or before the final closing date listed on the job flyer.

I am interested in becoming a Court employee as an interpreter. How can I become a Court Interpreter Pro Tempore?

Court interpreters participate in court proceedings, providing simultaneous and consecutive interpretations for the Court and for defendants, victims, witnesses, attorneys, and other parties to the proceedings. There are special requirements in becoming employed by the Court as a Court Interpreter Pro Tempore. There are also specific requirements regarding when the Court must recruit for this position. For an explanation of these requirements and to answer other questions you may have, please access the Judicial Council's Web site at: www.courts.ca.gov/programs.

I am interested in interpreting for the Court during hearings, trials, and other court proceedings. How do I do this?

If you are interested in interpreting for the Court, there are certain requirements that must be met. Also, some languages (currently, American Sign Language, Arabic, Armenian-Eastern, Armenian-Western, Cantonese, Japanese, Korean, Mandarin, Portuguese, Russian, Spanish, Tagalog, and Vietnamese) require that you be certified in that particular language. For more information, please review the Judicial Council's Web site noted above.

Where do I get a typing certificate?

You can contact one of the local employment agencies (e.g., Express Personnel, Rush Personnel, Spherion Staffing, etc.) or SMART Community Employment Center. Check the yellow pages of the phone book and contact the agency. Some agencies require an appointment and a fee is charged. (Note: A typing test taken on the Internet will not be accepted.) The Human Resources Division does not administer typing skills tests.